Teambuilding is a great opportunity for a team to strengthen mutual relationships, improve communication, and build trust. However, to make teambuilding more than just a fun event, it is important to carefully design activities and set clear HR goals. Below, we highlight five common mistakes to avoid when organizing teambuilding.
1. The purpose of teambuilding is not defined
Sometimes companies organize teambuilding events without a clearly defined main goal. When companies are unsure whether the focus should be on strengthening team communication or resolving conflicts that may have arisen within the team, they cannot adequately plan activities that support team challenges. The focus could also be on improving trust among team members who respond differently to stress or encouraging innovation. When the goal is not clearly defined, selecting activities that bring real value to the team can be challenging.
Therefore, before starting the organization, companies should recognize the existence of different HR goals for teambuilding and define which goal aligns with their teams' developmental needs. Then, they can plan activities according to the actual needs of the team. If the goal is to encourage and improve team communication, an example of a good teambuilding activity would be one that requires idea exchange and collaboration.
2. Team members have no responsibilities
Numerous studies have shown that employees value diversity and inclusion not only within their teams but also within the organization. Three-quarters of employees are likely to look for a new job if diversity and inclusion initiatives are lacking in their work environment. Employees want inclusive workplaces where they feel supported and engaged. Additionally, whether they seek new employment also depends on the competencies of their managers. Research indicates that employees consider leaving their jobs if they have leaders who fail to motivate them. Therefore, modern managers focus on developing a transformational leadership style that includes supporting and empowering teams toward long-term goals while encouraging autonomy, responsibility, and creativity.
One of the most common mistakes in teambuilding an organization occurs when employees are not involved at all or are not evenly included in the organization. When responsibilities related to organizing a teambuilding are not fairly distributed among members, some may feel excluded while others may feel overwhelmed.
To foster a sense of responsibility and teamwork, companies can involve all members in organizing teambuilding event. A good method is to assign team members tasks such as leading activities, handling logistics, or motivating other members. This practice not only strengthens responsibility but also creates a sense of unity and engagement. It is also beneficial to allow each member to propose an activity that is important to them or to take care of a part of the organization that suits their skills. This ensures diversity and greater satisfaction among employees. To determine which tasks best suit which team members, companies turn to teambuilding based on the Belbin Team Roles® model. This methodology helps teams recognize individual strengths and align different work approaches interactively, ensuring that team members achieve outstanding results by doing what comes naturally to them.
3. Managers do not encourage open communication
Organizational climate and employee engagement survey conducted among 50,000 respondents in Croatia showed that employees consider communication one of the weakest aspects of their work. Moreover, communication skills are crucial for successful managers who lead modern teams and drive positive changes.
Therefore, companies can use teambuilding as an opportunity to improve and enhance team communication, even if communication styles among team members differ. Teambuilding is an excellent activity where all team members can express their opinions and feelings in a safe environment. That is why managers need to encourage open communication during the organization and the event itself. When managers allow each member to highlight what is important to them, the team’s sense of appreciation grows, and everyone feels like their opinion matters.
After the teambuilding event, it is useful to set aside time for reflection. This allows the team to analyse what was learned, what could be applied in everyday work, and what could be improved or done differently in the future.
4. Organization takes too much time
Although it is desirable to involve team members in the organization, planning and executing teambuilding activities should respect employees' time. Work-life balance is a top priority for employees, regardless of their generation. Therefore, it is important to align the expectations of all parties involved and ensure that no one takes on too many responsibilities.
When there is a lack of support within the team, some members may feel overwhelmed by organizational tasks that are not part of their usual duties. That is why it is good to provide HR support and raise awareness among team members about the importance of supporting each other.
5. Not enough time is allocated for informal bonding
The benefits of teambuilding are not only in planned and structured activities. Key moments of team bonding often happen informally and spontaneously. Therefore, when organizing, it is essential to plan enough time for relaxed moments such as lunch, coffee breaks, or informal evening gatherings. These are opportunities to build the strongest relationships among team members.
This long-term development strengthens mutual understanding and acceptance, ultimately enhancing the team atmosphere. A greater sense of belonging and team empathy can also be achieved by encouraging team members to share their hobbies, interests, and stories that are not necessarily work-related.
Belbin teambuilding as an effective method for strengthening team cohesion
Teambuilding is much more than organizing fun activities—it is an opportunity to create a solid team foundation. Clearly defined goals, open communication, trust, and space for informal bonding make the difference between a casual gathering and an opportunity for team growth and development.
The Belbin methodology provides a strong foundation for organizing teambuilding that supports the developmental goals of the team, enhances team communication and cohesion, and helps resolve conflicts. The fun and engaging activities in Belbin team building enable the team to recognize its potential and acknowledge each member’s unique contributions. When strengths and roles within the team are identified through fun and interactive activities in Belbin teambuilding, the sense of shared success is reinforced.
If you see teambuilding as an opportunity to strengthen the foundation of your team, contact us!
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